Guide To Employee Engagement Survey Data And Action Planning  Ppt
{"Image DocumentName": "Employee Engagement Profile", "Image ImageDescription": "SAMPLE. This slide can be replaced with the actual report slide. NOTE: THIS SLIDE IS THE FROM THE REPORT This slide can be replaced with the actual report slide. It separates survey data into quadrants to help simplify areas for focus in action strategies. TALKING POINTS: The unique part of our engagement framework is that it contains two metrics (individual commitment and dedication plus how effective the work environment is in supporting engagement). This four-box or quadrant displays the Employee Engagement Profile. Hay Group takes the survey data and groups it into one of four quadrants based on its own Global Industry norms. Above average indicates results scoring above the norm and below average indicates scores below this norm. Respondents in the Engaged box scored higher on commitment and dedication and higher on effective environment. Respondents in the Disengaged box scored lower on both those outcomes. Respondents in the Detached box score higher on effective environment and lower on commitment and dedication. Respondents in the Frustrated box score higher on commitment and dedication and lower on effective work environment. Research shows that leaders have far more success by focusing on two areas of the four square\u2013 detached and frustrated \u2013those with one measure of engagement working well for them, however something is missing. These employees are well-placed to move into the engaged camp. Although there may be a tendency to focus on the Disengaged bucket\u2013this is unlikely to yield positive results, and there will always be some people in this bucket. It is often easier to have an impact on work environment issues than it is to address personal commitment and dedication (motivation). Therefore, focusing on the Frustrated quadrant can often present the greatest opportunity. Research shows that those typically in the Frustrated box are high-potential employees who tend to do one of three things with their frustration: Find innovative ways to break through work environment barriers and move into the engaged camp. Get tired of the frustrations and leave to work elsewhere. Get tired of their frustration and lower their level of expectations, moving into the Disengaged sector.", "Image XResolution": "37", "Image YResolution": "37", "Image ResolutionUnit": "Pixels/Centimeter", "Image Software": "SlidePlayer", "Image YCbCrPositioning": "Centered"}